scholarly journals On Some Aspects of Process Management and Human Resource Management Interaction at the Customs Authorities

2021 ◽  
Vol 15 ◽  
pp. 131-139
Author(s):  
Mara Petersone ◽  
Karlis Ketners ◽  
Aivars Vilnis Krastins
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Process Management ◽  
Training Programs ◽  
Mutual Interaction ◽  
Job Descriptions ◽  
Job Description ◽  
Training Requirements ◽  
Training Support

Τhe name of article is “On some aspects of process management and human resource management interaction at the customs authorities”. Main stakeholders such as European Commission Directorate-General Taxation and Customs Union, World Customs Organization, universities and world customs administrations are looking for better training support mechanism, how to create contact points for university and customs internal training and to create qualitative business training programs in the customs area. In spite of different activities, for the time being concise and clear mechanism does not exist. Another problem lies in condition that training requirements do not underlie processes and job descriptions. Training organizers - customs authorities training centers and universities, developing own training programs follow the goals and objectives of staff development strategy, it becomes apparent that interaction of job descriptions and occupation standards is relatively little and do not supplement each other. The aim of research is to describe the mechanism of existing and potential human resource management and process management mutual interaction and mutual influence. To achieve the goal there has been set a task to study the specifics of job description formation at customs authorities, describe the significance of occupation descriptions to provide work at customs and their legislation, analyze the role of occupation standards to provide training needs. As a result of research proposals have been submitted about the improvement of process management, job description and occupation standard mutual interaction mechanism. Research is based on comparative analysis of literature and practical experience of custom authorities.

scholarly journals MANAGEMENT OF TRAINING PROGRAMS BY HRD CV.SULTAN COFFEE INDONESIA

2021 ◽  
Vol 14 (1) ◽  
pp. 1-8
Author(s):  
Bambang Septiawan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Training Program ◽  
Human Resource ◽  
Training Programs ◽  
Training Evaluation ◽  
Management Training ◽  
Analysis Data ◽  
Training Needs ◽  
Training Needs Assessment

This research focuses on investigating the management of training program which held by CV. Sultan Coffee Indonesia. Even though, this company still in process of developing since 2019, it needs to conduct training regularly to build up the excellent capacity to the employee for making sure the products follows market wants. The theories used are about human resource management focusing on developing good capacity for employee from several experts. The data is taken by observing, the secondary researcher is full observer that assist a lot for collecting the data. The analysis data is done sequently until find and describe the result as well as discussion of the research. The result finds that management training program starting with training needs assessment analysis, goal formulation, design, implementation, until training evaluation. Each step is done sequently according to the needs of training regularly or conditionally based on the requirement for gaining the highest market and profit.

scholarly journals Holistic Approach in Risk and Security Management on Public Information

2021 ◽  
Vol 17 (3) ◽  
pp. 291-304
Author(s):  
Yudie Aprianto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Information Management ◽  
Human Resource ◽  
Process Management ◽  
Public Information ◽  
Holistic Approach ◽  
Future Research ◽  
Literature Study ◽  
Technological Management

Public information is one of the government's efforts to provide public information regarding their performance and activities. However, even some regulations guide them, practice in public information management has not been optimal considering the information risks and threats, such as disclosing inappropriate information. For this reason, the literature study seeks to explore some efforts that can be made in information management, especially in Indonesia. This qualitative study tries to categorize and describe the management of public information in risk management and public information security in terms of technological management, process management, and human resource management. Technological management is expected to have an information system capable of providing a sense of security from threats, both malware and in building an effective system. Process management includes procedures, auditing, and a holistic approach to realizing effective public information management. Finally, human resource management emphasizes the importance of improving the quality of agents through training and leadership to act not only as a leader but also as a navigator and a translator of public information management. This study proposes a conceptual model based on those themes to minimize the effects of risks and threats on public information. Limitations and suggestions for future research are also discussed.

scholarly journals An Industry 4.0: Strategy Direction Of An Airline Operations Performance

2021 ◽  
Vol 21 (3) ◽  
pp. 278
Author(s):  
Dewi Nusraningrum ◽  
Tri Mayang Mekar ◽  
Jajang Gunawijaya
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industry 4.0 ◽  
Process Management ◽  
Operating Performance ◽  
Operation Performance ◽  
The World ◽  
Aviation Operations ◽  
The Relationship

Air transport is an industry 4.0 sector of priority that continues to evolve as the era becomes the backbone of a country's economy. The opening of the economic market in all regions of the world has increased the complexity of air transportation, including in Indonesia. In this decade as the development of technology and the 4.0 industry, the air plane remains the choice of people to explore the world and also the movement of people from one place to another is rapidly secured funds. The strategy to compete with the airline is to improve flight image in Indonesia by improving the performance of aviation operations. This research aims to analyse and evaluate the performance of aviation operations in Indonesia from the company's perspective. The survey method was conducted through the dissemination of questionnaires to respondents with purposive sampling techniques netted 200 aviation employees in Indonesia. The data collected is processed using the Structural Equation Model - Partial Least Square. The results showed; Strategy direction proved to affect process management, process management proved no effect on operation performance, strategy direction has no effect on Operation performance, strategy direction proved to affect human resources management, human resource management proved to be no impact on Operation performance, Process management proved unable to fully mediation the relationship between strategy direction with operating performance, HR management proved not to fully mediation the relationship between strategy direction to operating performance. So it can be said the strategy direction of the company directly affects the flight operation performance. Keywords— Strategy direction; process management; human resource management; operation performance

scholarly journals The Strategy of Small and Medium Enterprises in the Implementation of Green Human Resource Management in Bandung Regency

2020 ◽  
Vol 3 (4) ◽  
pp. 3341-3352
Author(s):  
Ivan Gumilar Sambas Putra ◽  
Andhika Ligar Hardhika ◽  
Neneng Susanti
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Process ◽  
Training And Development ◽  
Important Process ◽  
Job Description ◽  
Workforce Management ◽  
Highest Weight ◽  
Green Human Resource Management

Workers as the main actors of SMEs need to understand environmental management as an aspect in order to increase business productivity. Green Human Resource Management (Green HRM) is a tool that can be used to manage the SME workforce by involving environmental aspects. The purpose of this study is to determine the priority of Green HRM criteria for SMEs in Bandung Regency. It is hoped that by producing Green HRM criteria for SMEs and the level of importance for each criterion, strategic steps can be formulated in optimizing Green HRM for SMEs in Bandung Regency. In this research, the research method used is descriptive qualitative method. The method of data collection is done by using a questionnaire with a scale of comparison, interviews and field observations. The data analysis technique was performed using analytical hierarchy process (AHP). The results showed that the implementation of green HRM in SMEs was carried out in an organized manner starting from the recruitment process, selection, training and development, performance evaluation, awards, job descriptions of the workforce and workforce management based on the green concept. Among these processes, the training and development process has the highest weight, which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and manpower management which is based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs. job description of manpower and workforce management based on the green concept. Among these processes, the training and development process has the highest weight which shows it is the most important process in implementing green HRM in SMEs.

scholarly journals The Effect of Job Description and Personality Towards Business Performance: A Case Study of RonaRias Startup

2021 ◽  
Vol 6 (8) ◽  
pp. 567-577
Author(s):  
Salma Rafif Robi ◽  
Aria Bayu Pangestu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personality Types ◽  
Group Discussions ◽  
Job Description ◽  
Team Members ◽  
Start Up ◽  
Or Organization ◽  
A Company

Human Resource Management exists in a company or organization because of employees or people who work together to achieve the company's vision. Human Resource Management can help to see the performance of employees and all their achievements in the company. A group of people in a company or organization is called a team. Start-ups are new startup companies that are still leading to product development and market research. A startup team refers to a group of people with a specific idea that leads to executing a business. So, usually, a team that aims to build a start-up starts execution with limited human resources. The existence of these limitations requires the team at the start-up to analyze the part of the work that needs to be filled with people who are suitable for their positions. So it is essential to do a job analysis and job description for each role or position. Roles at work can be carried out with the competencies possessed by team members; for that reason, it is important to be aware of one's abilities and the work interests they have. Furthermore, a person's personality shows how a person's work style or decisions on every problem. Myers and Briggs's theory divides personality types into 16 out of four large-scale psychologist types: extrovert/introvert, observant/intuitive, feeling/thinking, assessing/looking for prospects. So, Human Resource Management has become necessary for all categories of companies, newly established and successful ones, to control and improve their employees to make a better company. RonaRias is a start-up company engaged in the beauty industry that provides make-up and model services for weddings, engagements, and product photos. Established in January 2021, but the development of income is continually declining. It is necessary to identify the problem, find the cause to be resolved and become a business that continues to show growth. The problem is that there are limited abilities and positions that people in their respective fields do not fill. Therefore, the researcher decided to analyze the abilities that the team members were aware of and conduct an assessment of their personality types. The RonaRias team's personality type assessment was carried out by filling out the online NERIS Type Explorer® Scale. Knowing the team personality type from RonaRias helps researchers understand the background of team members' work styles and why they have these competencies. As is the case for marketing, his intuitive nature encourages him to continue to think creatively because he is an INFP-T. This research was conducted with a qualitative approach. Conduct semi-structural interview sessions and focus group discussions with variable indicators related to job interest, business building, and job loyalty. The data obtained from the interviews and focus group discussions was processed using open coding to determine the negative and positive tendencies of the respondents' answers. After the analysis, the researcher saw that the competence of the respondents and their work styles were related to the type of personality they had. So, as a start-up founder, it is vital to know each other's personalities to allocate work according to their interests and take care of each other according to their respective personalities. The researcher also recommends that start-up founders pay attention to aspects of human resource management because employees are essential to achieving company goals. So it needs to be done by people who are following their fields.

scholarly journals ANALISIS BEBAN KERJA UNTUK MENGETAHUI JUMLAH PEKERJA OPTIMAL KARYAWAN DENGAN MENGGUNAKAN METODE WORK LOAD ANALYSIS DI PT. SURYA TOTO INDONESIA, TBK

2020 ◽  
Vol 5 (2) ◽  
pp. 1
Author(s):  
Ossa Sutaarga ◽  
Muhammad Ramlan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Load ◽  
Job Description ◽  
Workload Analysis ◽  
Work Activities ◽  
Load Analysis ◽  
A Company

This research is focused on increasing productivity by optimizing total manpower in the HR field related to work activities and time needed by employees to complete their tasks in accordance with the Job Description given by management. The method used in this research is Work Load Analysis which is a picture of the workload needed in an organization in a company. With this method can provide information about the allocation of employee resources in completing workloads. PT. Surya Toto Indonesia is always trying to improve the quality of its products and services. If there is no particular attention to quality or productivity, the company will decline. The average productivity obtained from the measurement of productivity rose by 10%, with a test of the adequacy of the data N = 164, the level of accuracy of the data S = 6.2%, the level of confidence of the data of = 95%. Keywords: Workload Analysis, Human Resource Management.

scholarly journals Analisis Pengaruh Faktor –Faktor Total Quality Management (Tqm) Terhadap Kinerja Perusahaan Pt Xyz

2019 ◽  
Vol 3 (3) ◽  
Author(s):  
Vania Novianty
Keyword(s):  
Resource Management ◽  
Quality Management ◽  
Strategic Planning ◽  
Total Quality Management ◽  
Human Resource Management ◽  
Product Quality ◽  
Human Resource ◽  
Management System ◽  
Process Management ◽  
Total Quality

This research was conducted at PT XYZ, a national construction company that offers design and construction services. The condition of PT XYZ is still weak in terms of company’s performance such as inefficient management, limited fund, technological limitations, tools, methods, and low quality human resources. Therefore, it is necessary to select a management system that can help the company to maintain product quality and improve company’s performance. This paper identifies management system decision that may assist company to maintain product quality and increase company’s performance for example Total Quality Management (TQM).TQM consist of six dimensions of leadership, strategic planning, customer focus, use of information and analysis, human resource management, and process management. The methods of data collection were conducted through interview and questionnaires. The samples used in this research are 185 employees, however valid usable data submitted were 176 data. The analysis uses multiple regression method on Statistical Package Social Science (SPSS) software as its single processing tool. The results show that leadership, customer focus, human resource management, and process management were significantly influence company’s performance, but strategic planning and usage of information and analysis were not significantly influence company’s performance.

scholarly journals HUMAN RESOURCES MANAGEMENT IN IMPROVING THE QUALITY OF EDUCATION

2021 ◽  
Vol 5 (2) ◽  
pp. 125-135
Author(s):  
Rita Pusvitasari
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Study Data ◽  
Quality Of Education ◽  
Job Descriptions ◽  
Resource Needs

This study analyzes the importance of human resource management in schools by focusing its analysis on human resource management in improving the quality of education at Al-Islam Krian High School, Sidoarjo, East Java. The education system at every level relies heavily on human resources for the implementation of its programs. The success of education in schools is determined by the principal's success in fostering and developing educators and education personnel in schools to improve the quality of education. This research uses a qualitative approach with the type of case study. Data collection techniques are carried out through; observation, interviews, and documentation. The results showed that planning in improving the quality of education was carried out by analyzing human resource needs and mapping positions according to the school's vision, mission, and goals, making job descriptions and job specifications. Existing human resources are then fostered and trained to improve the quality of their resources by those targeted by educational institutions. 

PENINGKATAN KUALITAS SUMBER DAYA MANUSIA KHUSUSNYA PELAKU USAHA INDUSTRI KECIL DAN MENENGAH MELALUI PELATIHAN DAN PENDAMPINGAN

2019 ◽  
Vol 7 (4) ◽  
Author(s):  
MENIK WALTAS NGATUN B2041142017
Keyword(s):  
New York ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Qualitative Data ◽  
Training Programs ◽  
Scientific Management ◽  
New Methods ◽  
And Training

Tujuan penelitian ini adalah untuk menguji dan menganalisis pelaksanaan pelatihan dan pendampingan serta pengaruhnya terhadap peningkatan kualitas sumber daya manusia. Bentuk penelitian ini menggunakan pendekatan kausal komparatif. Pengumpulan data dilakukan dengan menggunakan data primer berupa kuesioner dan wawancara, serta data sekunder berupa data yang berasal dari UPT Industri Pangan Olahan dan Kemasan Dinas Perindustrian dan Perdagangan Provinsi Kalimantan Barat dan data pada Lembaga Pendamping Bisnis Association Bussiness Develompent Services Indonesian (ABDSI) Kabupaten Kubu Raya. Sampel dalam penelitian ini adalah keseluruhan Pelaku Usaha Industri Kecil dan Menengah di Kabupaten Kubu Raya yang mendapatkan pelatihan dan pendampingan. Berdasarkan hasil penelitian menunjukkan bahwa Pelatihan dan Pendampingan berpengaruh secara simultan terhadap Peningkatan Kualitas SDM, sedangkan secara parsial Pelatihan tidak berpengaruh secara signifikan, pendampingan berpengaruh secara signifikan terhadap Peningkatan Kualitas SDM. Kata Kunci : Pelatihan, Pendampingan, Peningkatan Kualitas Sumber Daya ManusiaDAFTAR PUSTAKAAdi, S. “Pengertian Peningkatan Menurut Ahli”. (08 Agustus 2014),Http://Www.Duniapelajar.Com.pengertian-Peningkatan-Menurut-Para-.Html.Ali, Mohammad dan Mohammad Asrori. 2014. “Psikologi Remaja Perkembangan Peserta Didik”. Jakarta: PT Bumi Aksara.Alim Sumarno. (2012). “Perbedaan Penelitian dan Pengembangan”Andi Prastowo. 2010. “Menguasai Teknik-teknik Koleksi Data PenelitianKualitatif”. Jogjakarta: DIVA PressAnselm, Strauss & Juliet Cordin, “Dasar-Dasar Penelitian Kualitatif”. Yogyakarta: Pustaka Pelajar, 2003.Azwar, Saifuddin. 2013. Metode Penelitian. Edisi Keempat Belas. Yogyakarta. Pustaka PelajarDantes, Nyoman. 2012. Metode Penelitian. Yogyakarta: ANDIDessler, Gary. 2010. Manajemen Sumber Daya Manusia. Edisi Kesepuluh. Jakarta Barat. PT IndeksDuwi Priyatno, 2012, Cara Kilat Belajar Analisis Data dengan SPSS 20, Yogyakarta, Penerbit AndiFajar, Siti dan Tri Heru Al. 2013. Manajemen Sumberdaya Manusia. Edisi Kedua. Yogyakarta. UPP STIM YKPNHandoko, T. Hani. Dr. 2010. Manajemen Personalia dan Sumber daya Manusia. Edisi Ketujuh Belas. Yogyakarta. BPFEHariandja, Marihot Tua Efendi. 2002. Manajemen Sumber Daya Manusia. Edisi Pertama. Jakarta. PT Gramedia Widiasarana IndonesiaHasibuan, Malayu S.P. 2005. Manajemen Sumber Daya Manusia. Edisi Revisi. Jakarta. PT Bumi AksaraHasan, Iqbal. 2009. Analisis Data Penelitian Dengan Statistika. Edisi Keempat. Jakarta. PT Bumi AksaraHenry, Simamora, 2004, “ Manajemen Sumber Daya Manusia”, Edisi Ketiga, Yogyakarta, STIE YPKN.Ismail, Hj. Iriani. Dr. 2010. Manajemen Sumber Daya Manusia. Edisi Pertama. Malang. Lembaga Penerbitan Fakultas Pertanian Universitas Brawijaya MalangKadarisman, 2012, “Manajemen Pengembangan Sumber Daya Manusia”, Rajawali Pers, JakartaLatham, G.P & Wexley, K.N (2002). “Developing and Training Human Resources In Organizations”, Third Edition. Upper Saddle River, New Jersey : Prentice  Hills.Marwansyah. 2012. Manajemen Sumber Daya Manusia. Edisi kedua. Bandung AlfabetaMangkunegara, Anwar Prabu. 2009. Manajemen Sumber Daya Manusia Perusahaan. Edisi Kesembilan. Bandung. PT Remaja RosdakaryaMondy, R. Wayne. 2008. Human Resource Management. Di alih Bahasa oleh Bayu Airlangga, M.M. Edisi kesepuluh. PT Gelora Aksara PratamaMathis, R.L. & J.H. Jackson. 2006. “Human Resource Management”: “Manajemen Sumber Daya Manusia”. Terjemahan Dian Angelia. Jakarta: Salemba Empat.Miles, M.B. and Huberman, A.M, 1984, “Qualitative Data Analysis”; A Sourcebookof New Methods, diterjemahkan oleh Tjetjep Rohendi Rohidi, UniversitasIndonesia Press, Jakarta.Nasri Lobo, Albertina. 2008. Tesis. Proses Pendampingan Wanita Pekerja Seks Komersial dalam Upaya Pencegahan HIV/AIDS. Departemen Ilmu Kesejahteraan Sosial: FISIPOL, Universitas Indonesia, Depok.Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2008). “Human Resource Management: Gaining a competitive advantage”New York: McGraw Hill.Nadler, Leonard, 1982, “Designing Training Programs : The Critical EventsModels”,USA, Wesley Publishing Company.Rao, T.V., 1996, Penilaian Prestasi Kerja, Jakarta : Penerbit LPPM dan PustakaBinawan Presindo.Rolf P. Lynton dan Udai Pareek, 1998. “Pelatihan dan Pengembangan Tenaga Kerja”. Pustaka Binaman :Jakarta.Sanusi, Anwar. 2011. Metodologi Penelitian Bisnis. Edisi Ketiga. Jakarta. Salemba Empat.Saydam, Gouzali.2005. “Manajemen Sumber Daya Manusia:Suatu Pendekatan Mikro”. Jakarta: DjambaranSiagian, Sondang P, Prof. Dr. MPA. 2010. Manajemen Sumber Daya Manusia. Edisi Kedelapan. Jakarta. PT Bumi AksaraSinambela, Lijan Poltak. 2012. Kinerja Pegawai. Edisi Pertama. Yogyakarta. Graha Ilmu. Jurnal Administrasi Bisnis (JAB)|Vol. 12 No. 1 Juli 2014| administrasibisnis.studentjournal.ub.ac.id 10Sudjana, D. (2007). “Manajemen dan Sistem Pelatihan”. Bandung: Falah Production.Sugiyono. 2006. Metode Penelitian Kuantitatif Kualitatif dan R & D. Edisi Ketujuh. Bandung. CV AlfabetaSuharto, Edi. “Membangun Masyarakat Memberdayakan Rakyat”, Bandung:Refika Aditama, 2005.Sumarsono, Sonny. 2003. “Ekonomi Manajemen Sumber Daya Manusia danKetenagakerjaan”. Yogyakarta : Graha Ilmu.Taylor. Frederick Winslow, "The Principles of Scientific Management", New York: Cosimo, 2006Undang-Undang Nomor 18 Tahun 2002 tentang “Sistem Nasional Penelitian, Pengembangan, dan Penerapan Ilmu Pengetahuan dan Teknologi”Widiyanto, Joko. 2010. SPSS for Windows Untuk Analisis Data Statistik dan Penelitian. Surakarta: BP-FKIP UMS.Wirawan. 2009. Evaluasi Kinerja Sumber Daya Manusia. Edisi Pertama. Jakarta. Salemba EmpatReferensi Internethttp://e-course.usu.ac.id/content/manajemen/manajemen0/textbook.pdfhttp://www.satujam.com/sumber-daya-manusia/google-sofyaneffendi.blogspot.com/…/pelatihan-dan-pengembangan-sumberdayamanusia. Diakses 21 Nopember 2013nailasuhada-m.blogspot.com/…/pelatihan-dan-pengembangan sumberdayamanusia, diakses 20 Nopember 2013http://www.slideshare.net/jatmikomyko/pelatihan-danpengembangansdm,diakses 20 Nopember 2013google-sofyaneffendi.blogspot.com/…/pelatihan-dan-pengembangan-sumberdayamanusia. Diakses 21 Nopember 2013(http://arc.ugm.ac.id/files/(0713-H-2004).pdf tgl 22 Juni 2008http://www.scribd.com/doc/22775139/revitalisasi

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